When recruiting it is important to remember that you are trying to sell someone a job. There are likely similar jobs available in the area that you will be competing against, so in order to make sure you are attracting top candidates you need to research similar job adverts that are being advertised. This allows you to make sure that you’re paying a competitive salary and offering appealing benefits.
Job advert visibility
It’s not all about providing a juicy financial offering. You actually need to get your job advert seen by the right person. When advertising on job boards, you need to understand how job adverts are ranked. Paying hirers will have priority at the top of the page in search results. But to get your job to that number one spot, it has also got to be highly relevant to the job seekers search query. To do this you need to include popular keywords in your job title and description. This will help optimise your job advert and improve how it is ranked.
Top tips for attracting top candidates
Beware of obscure job titles. If you are recruiting for an E-Commerce Campaigns Manager – this might get very little traffic from marketing professionals. So, you could reword the job title to E-Commerce Email Marketing Manager. This way, searches containing ‘Marketing’ will detect higher relevance with your advert.
When attracting top candidates, you need to be prepared that even if your advert is seen, and offers a good salary, the job role itself might sound dull. Make sure you spice up your job description and include fun elements of your business environment to make candidates feel like they could be happy in the workplace.
Sometimes a role will require a minimum of five years of experience or a university degree. This is fine if you are absolutely certain that you need those things to do the job. Lots of people now do internships or self-teach themselves in order to avoid the cost of doing a degree. They might have worked their way up through a company and acquired all the relevant experience needed, but upon seeing ‘This role will require candidates to have a university degree of a 2:1 or above in a relevant field’, they will possibly avoid applying.
Similarly, some professionals can have gained ten years of experience by coasting through an easy job. Meanwhile, another candidate might have only three years of experience, but they are an extremely talented individual who is hardworking and able to offer your company more. As a suggestion, attracting top candidates will be more likely if you always ask for either a degree or a certain number of years of experience rather than both. And if you think a role requires ten years’ experience, open it to those with only five, and for those with only three years for positions requiring five. You don’t have to interview them if their CV proves they aren’t right for the job. But by following our best practice advice for job adverts you are far less likely to miss the real gems out there.
For more help with your recruitment process, you can find more information on our Info Hub. If you would like to post a job with Zoek and put our advice to the test, you can sign in or register for a hirer account.
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